Work engagement (positive working mind and emotion) in frontline employees (FLEs) plays an important role that will affect the capability of the organization in serving its customer. The goal of this research is to examine whether there were differences in the influence of service climate, job satisfaction, and affective commitment toward work engagement in high-contact and low-contact frontline employees in Jakarta and Tangerang; and whether there were influences of work engagement toward adaptability behavior as well as career commitment among high-contact and low-contact frontline employees. Questionnaire is administered to 200 FLEs from multiple high and low contact service industries in Jakarta and Tangerang. Structural Equation Modeling-Partial Least Square (SEM-PLS) is used to test hypotheses. The author found there were almost no differences among high-contact and low-contact frontline employees except on the job satisfaction, where there was no significant influence toward work engagement in frontline low-contact employee which was in contrast with the frontline high-contact employee. This research will enrich the discourse on the relationship between job satisfaction and work engagement. This finding provides empirical evidence on a limited scale that in certain segmentation, especially for low-contact workers, job satisfaction did not have a positive influence on work engagement.

Keeping employees engaged is strategically important. This paper analyzes the drivers of employee engagement from the point of view of organizational support for employee well-being. The article contains an analysis of data of 509 respondents from a faithbased higher education in Indonesia, conducted through PLS structural equation modeling analysis. The result indicates that the organization support in terms of organization internal communication, performance-based reward and recognition, and perceived organization support on holistic employee subjective well-being has a direct positive influence on employee engagement. The perceived organization support on holistic employee subjective well-being played a mediating role between employee engagement and teamwork dynamic, supervisor support, and work environment. The findings imply theory and practice especially in enhancing employee engagement experience through organizational support. For future research, we suggest including more various organizations and industries to better understand the variable interdependencies in various contexts.

Researchers have worked hard for many years to investigate the factors that influence pro-environmental behavior and still found inconsistent result of the predictors. Therefore, there is a need to identify other potential environmental behavior predictors. The intention of this study is to investigate the drivers of green brand experience and its impact on pro-environmental behavioural intentions. This study analyzes 229 customers of green beauty and personal care brand in Indonesia using quantitative method with non-probability purposive sampling technique. This study found that only interactivity and green informativeness in social media marketing management activities have positive and significant influence on the green brand experience. While entertainment, customization, and WOM have entertainment, customization, and WOM insignificant influence. This study also found that green brand experience has positive and significantly influenced customer co-creation participation, repurchase, as well as green word of mouth intention. The findings contribute to the development theory of brand experience and Technologies for the Pro-Ecological Action Model. This study also contributes to the management of social media activities in enhancing green brand experience and promoting pro-environmental behavioural intentions that benefit both the brand and the environment.